Froud - Finding HR's Place in Economic Recovery: A Practical Strategy

A documentation of a few moments in my life as a designer. Send me an email to receive a full resolution version.

The document proposes a social media campaign to increase brand awareness for Reebok's Easytone and Runtone shoes. The campaign theme is "15 minutes to train" and will use Facebook, Twitter, YouTube, AdWords, and public relations. On YouTube, people can submit videos of themselves exercising or moving in the shoes for a chance to win a monthly hosting spot. Metrics of success include engagement on social media platforms and views of the website and YouTube videos.

The document summarizes 5 examples of contemporary, affordable housing developments in Northern California that conserve open space through compact design. All developments provide affordable housing where residents pay no more than 30% of income on rent. Developments featured range in size from 32 to 83 units and were developed by non-profit organizations to provide housing and support services for populations like seniors, families, and youth.

This document discusses managing a mobile workforce. It begins with statistics showing the growth of mobile workers and their importance. It then covers the lifecycle of a mobile employee including onboarding, career path, and success factors. Challenges of a mobile workforce like communication and technology are addressed. The benefits of mobile applications for tasks like expense reporting and a sample employee day are reviewed. Key takeaways are that mobile access improves productivity, visibility, and flexibility while reducing costs.

The document proposes a social media campaign to increase brand awareness for Reebok's Easytone and Runtone shoes. The campaign theme is "15 minutes to train" and will use Facebook, Twitter, YouTube, AdWords, and public relations. On YouTube, people can submit videos of themselves exercising or moving in the shoes for a chance to star in the monthly online show. Metrics like video views, social media engagement, and PR placements will measure the campaign's success.

This document discusses improving human relations through active listening, using "I" statements to reduce tension, and effectively apologizing when needed. It also mentions emotional intelligence or EQ.

The Human Resource (HR) department plays a pivotal role in the process of merger and acquisition between two companies. ... Thus, HR plays a key role in managing all crises as well as disputes that may crop up in an organization, as and when the process of merger and acquisition sets off.

This document discusses organizational change and learning. It begins by stating that change aligns an organization's people, resources and culture with a shift in direction, and is often initiated by critical events like globalization, new leadership, mergers or poor performance. The rest of the document outlines the process of organizational change, factors that drive change, types of change, how to overcome resistance to change, and keys to cultural change. It provides an 8-step framework for managing change that includes establishing urgency, building support, creating a vision, communicating, empowering action, achieving wins, sustaining change, and changing culture.

The document discusses change management and organizational change. It defines change management as the process of managing the people side of change to achieve business outcomes. It then outlines the history and evolution of change management from the pre-1990s focus on understanding human change, to the 1990s when it entered business terminology, to the 2000s when it became more formalized. Popular models for managing change are also discussed, including ADKAR, Kotter's 8-step process, and Lewin's three-step model. Resistance to change and overcoming resistance are also summarized.

The document discusses the impacts of the global recession on HR strategies. It identifies 5 big trends: growth in emerging markets, labor productivity and talent management, global flows of goods/information/capital, natural resource management, and the increasing role of governments. It then discusses how companies are responding to these trends through their HR strategies around hiring, compensation, employee relations, performance management, training and development, and attrition/turnover. The key insight is that more companies need to become more global to be competitive, and HR needs to find ways to help make that happen and show CEOs how HR can help.

With 60% of employees stating that they will look to change jobs when the economy picks up, what should you be doing to manage & retain your talent?

This document discusses the importance of business succession planning for small businesses and family owned enterprises. It notes that 95% of businesses are family owned and they create 45% of GDP. However, only 28% have a succession plan. The document outlines the succession planning process, including defining goals for the owner, family, employees and other stakeholders. It explores different tools and techniques for succession, such as different business structures, trusts, insurance and other options. It emphasizes the importance of communication throughout the process and balancing the goals of all involved parties.